To see the other types of publications on this topic, follow the link: Management Sciences and Quantitative Methods.
Dissertations / Theses on the topic 'Management Sciences and Quantitative Methods'
Create a spot-on reference in APA, MLA, Chicago, Harvard, and other styles
Consult the top 50 dissertations / theses for your research on the topic 'Management Sciences and Quantitative Methods.'
Next to every source in the list of references, there is an 'Add to bibliography' button. Press on it, and we will generate automatically the bibliographic reference to the chosen work in the citation style you need: APA, MLA, Harvard, Chicago, Vancouver, etc.
You can also download the full text of the academic publication as pdf and read online its abstract whenever available in the metadata.
Browse dissertations / theses on a wide variety of disciplines and organise your bibliography correctly.
1
Bouges, Farid Fouad. "Internationalization of Family Businesses in Saudi Arabia." ScholarWorks, 2011. https://scholarworks.waldenu.edu/dissertations/1101.
Full textAbstract:
Family businesses represent a key economical asset in the global economy. Leaders of family businesses have implemented internationalization as a key strategy to enhance sustainability and increase profitability in a hypercompetitive global marketplace. Guided by the Uppsala model, the purpose of this case study was to explore how Saudi family business leaders have planned and implemented internationalization. Three leaders from different international Saudi family businesses participated in semistructured interviews. The participants described their experience in achieving successful internationalization for their family businesses. After analyzing the interview data and validating through member checking, 3 main themes emerged: (a) the characteristics of the family business to compete internationally, (b) the characteristics of a suitable international market for family businesses to internationalize, and (c) the characteristics of a successful internationalization opportunity for a Saudi family business. In order to internationalize, Saudi family business leaders identified having a proper strategy, financial capability, qualified resources, well-structured policies, and globally-standardized products or services. Family business leaders should target the international market that is stable, that is secure with regulations, and that is welcoming to foreign investments. Each internationalization opportunity should have close psychic distance, available relationships in the international market, targeted family business motives, demonstrated existing market demand with the ability to satisfy, and proper timing. The findings may promote social change in Saudi family businesses by identifying essential characteristics to maintain the companies' existence and offer a roadmap to compete internationally.
2
Pomeroy, Willie L. "Academic Analytics in Higher Education: Barriers to Adoption." ScholarWorks, 2011. http://scholarworks.waldenu.edu/dissertations/1180.
Full textAbstract:
The analysis of big data points and the use of data analytics have proven successful in improving corporate business efficiencies, growing profits, and increasing competitive advantages. The theory of academic capitalism, which holds that institutions of higher education are becoming more like corporations due to declining operating funds and the need to become more efficient, transparent, and competitive, guided this study. Despite the positive outcomes that analytic tools may produce in advanced efficiencies and competitive growth, college academic administrators have not yet adopted these tools, due in part to barriers facing the administrators. The purpose of this phenomenological study was to explore the nature of those barriers in a community college. Ten academic managers in 6 community college divisions who reported accountability for criterion-based key performance indicators were interviewed on their perceived use of academic analytic tools and barriers in adopting these tools. The interviews were collected and analyzed through preliminary grouping, reducing and eliminating outliers, clustering descriptions into categories, and constructing themes. The managers' narratives suggested that there were 4 perceived barriers that prevented the adoption of tools such as organizational bureaucracy (climate), restricted organizational data (policy), training, and infrastructure. An important area for further research involves identifying the strategies managers could use to overcome these barriers. The findings of this study will assist college administrators in implementing analytic tools. Such tools will improve key performance indicators, resulting in a more cohesive and cost-effective academic experience for students, faculty, administrators, and the community.
3
Kight, William D. "An analysis of reasonableness models for research assessments." ScholarWorks, 2010. https://scholarworks.waldenu.edu/dissertations/719.
Full textAbstract:
Individuals who screen research grant applications often select candidates on the basis of a few key parameters; success or failure can be reduced to a series of peer-reviewed Likert scores on as little as four criteria: risk, relevance, return, and reasonableness. Despite the vital impact these assessments have upon the sponsors, researchers, and society in general as a benefactor of the research, there is little empirical research into the peer-review process. The purpose of this study was to investigate how reviewers evaluate reasonableness and how the process can be modeled in a decision support system. The research questions both address the relationship between an individual's estimates of reasonableness and the indicators of scope, resources, cost, and schedule as well as evaluate the performance of several cognitive models as predictors of reasonableness. Building upon Brunswik's theory of probabilistic functionalism, a survey methodology was used to implement a policy-capturing exercise that yielded a quantitative baseline of reasonableness estimates. The subsequent data analysis addressed the predictive performance of six cognitive models as measured by the mean-square-deviation between the models and the data. A novel mapping approach developed by von Helversen and Rieskamp, a fuzzy logic model, and an exemplar model were found to outperform classic linear regression. A neural network model and the QuickEst heuristic model did not perform as well as linear regression. This information can be used in a decision support system to improve the reliability and validity of future research assessments. The positive social impact of this work would be more efficient allocation and prioritization of increasingly scarce research funds in areas of science such as social, psychological, medical, pharmaceutical, and engineering.
4
Hardy, Jamison J. "Effects of Proactive Leadership on Sustainability in the Nonprofit." ScholarWorks, 2011. https://scholarworks.waldenu.edu/dissertations/1017.
Full textAbstract:
The not-for-profit community serves a vital societal role. Guided by the systems-theory, the purpose of this qualitative phenomenological study was to identify ways not-for-profit agencies could be more fiscally sound during difficult economic times and plan for uncertain futures. Face-to-face recorded interviews with 20 chief executives from different not-for-profit corporations in western Pennsylvania, were conducted to examine their professional lived experiences in order to collect best practices by which each executive dealt with difficult economic times. Structured interviews consisted of 8 questions that probed different aspects of the phenomena of dealing with fiscal challenges. Transcribed data were coded for both a priori and emergent themes and were categorized according to a cross-case similarities and differences of the specific responses of the CEOs. The convergent across-case findings of the current study indicated that leaders should (a) have a strategic plan, (b) utilize metrics to evaluate outcomes against goals, and (c) be willing to adjust plans accordingly. Almost all of executives indicated that remaining fiscally healthy was critical so that his organization could achieve its primary mission of serving their community. Not-for-profit organizations provide medical care to the homeless, care for the needs of the elderly, and provide specific services to children with metal disabilities helping them to become more productive. The current study contributes to positive social change by informing best practices regarding how not-for-profit corporations can continue to provide these critical social services through sustainable business practices, especially during those difficult economic times when their services are most needed.
5
Turk, Jeffery I. "The Impact of Stockouts on Customer Loyalty to Lean Retailers." ScholarWorks, 2011. https://scholarworks.waldenu.edu/dissertations/1011.
Full textAbstract:
The lean inventory concept has been shown to streamline operations and improve efficiency in a retail environment. The negative side of the practice is that limited inventories increase the risk of stockouts, where a routinely available product is missing and the retailer is not able to meet customer demands. The purpose of this exploratory case study was to examine stockouts as an event and document their effects on changes in customer attitudes and behaviors. Guided by a constructivist conceptual framework, the research question explored how stockout experiences affected customers' purchasing behaviors and loyalty to brand and retailer. A survey containing both open-ended and categorical response elements was validated through a pilot study and used to collect data from 40 randomly selected participants shopping at a retail mall in eastern Pennsylvania. Data coding for qualitative data consisted of 3 sequential stages of open, axial, and selective coding into a priori themes. Categorical responses were employed in downward analyses that revealed patterns in the qualitative data. The results indicated that repeated stockout experiences decreased customers' loyalty to brand and retailer and caused customers to abandon both retailers and brand. Respondents indicated that stockout impacts can be buffered through improved inventory management and better customer service. Specific recommendations included monetary incentives, personal contacts, coupons, and item discounts. Results of this study will enable retailers to gain deeper understanding of how stockout affects customers shopping experiences and loyalty, and offer mitigation measures to improve both. Results will provide a positive change to both consumers and retailers, where shoppers will enjoy pleasant shopping experiences and retailers will maintain their competitive advantage through loyalty of their customer base.
6
Moten, Kenneth W. "The Impact of Industrial Technician Skill Losses at a West Tennessee Manufacturer." ScholarWorks, 2011. https://scholarworks.waldenu.edu/dissertations/1167.
Full textAbstract:
Business survival requires that decision makers understand the critical knowledge resources that support the business' core competencies, while also facing the challenges of current labor trends. The purpose of this study was to explore the lived experiences of the management staff at a west Tennessee manufacturing facility about industrial technician skill losses. This phenomenological design included semistructured interviews of 20 managers, supervisors, and engineers and was an exploration of the potential losses from skilled worker attrition. The foundations of labor theory; knowledge management; and accounting measurements of intangible assets in advanced technology, communications, and economic systems provided the key elements of the conceptual framework. Interview data were sorted and grouped into 6 principle themes: attrition/succession planning, skills technology support, training requirements, economic benefits, support to lean operations, and skills alternative sources. These findings may enhance positive social change by informing manufacturing business leaders on the benefits of active learning organizations, collaboration with administrators of technical educational programs for improved training, replacement technologies, and utilization of the global economy for replacement workers. For skilled technical employees, the social impact of this study might ensure another generation of craft workers to help promote the prosperity of American industries and provide competitive paying worker jobs to the supportive employers, communities, and institutions.
7
Thomas, Marston A. "Examining perceptions of managers and financial advisors of a mentoring program on productivity and retention." ScholarWorks, 2011. https://scholarworks.waldenu.edu/dissertations/909.
Full textAbstract:
Researchers have found that 90% of financial advisors leave the life insurance industry in first year, 68% in the second year, and 50% in the third year. Researchers have noted the importance of mentorship aimed at work attitudes, yet there is a lack of research concerning attrition and its effects on the industry. The purpose of this quantitative study was to examine managers' and financial advisors' perception of a mentoring program on advisors productivity and retention. Social learning theory was applied as the theoretical framework for this study. Data were collected from financial advisors and their managers across 13 branch offices from a major life insurance company. Data analysis included Pearson product moment, the independent t test, and analysis of variance. Specific quantitative findings indicated (a) a low but statistically significant positive correlation (r = .13) between advisors' number of years of working and mentoring scores, (b) low but statistically significant negative correlation coefficient ( r = -.19) between financial advisors' years of employment and productivity. The findings invite future research on the development of a mentoring program for advisors productivity and retention. The conclusion is that mentoring could be used to improve self-esteem and self-efficacy among advisors and a good applied recommendation would be that company leaders formulate policy to implement mentoring programs at all branches to improve job productivity and retention. Social change implications include opportunities for advisors to improve their job performance, thereby contributing revenue to the organization and the national economy.
8
Drumheller, Dolores. "Information Withholding and the Management of Productivity in Teams." ScholarWorks, 2011. https://scholarworks.waldenu.edu/dissertations/1059.
Full textAbstract:
The importance of good communications between team members has been well documented. Yet previous studies on communications between team members have neglected to focus on reasons for information withholding between people working on teams. The purpose of this case study of 16 engineers and 6 educators was to understand why team members withhold information when working together. A convenience sample was selected from a software engineering organization. Collective intelligence theory in a modern communications environment was used as the theoretical foundation. This theory posits that the synergy of full group collaboration results in enhanced performance and the spread of new ideas. The exploratory research questions addressed in this study were designed to understand how employees decide what information to withhold when participating on teams; how withholding information is influenced by critical thinking, creativity, positions on a team, and type of employee; and the effects of information withholding. Collected data from online interviews were transcribed and validated via member checks, coded using open and axial coding, and analyzed. Seven themes were found: insecurity, gate keeping, discrimination, personality, creativity, organizational structure, and team management. The results of this study may provide information that can help managers understand employees' experiences with, reactions to, and opinions about information withholding and provide strategies to create an environment in which team members do not withhold information from each other, thus improving or enhancing positive social change in organizations.
9
Ogunlade, Jacob Olusola. "Assessing the collaborative knowledge management of the market dominant organization." ScholarWorks, 2009. https://scholarworks.waldenu.edu/dissertations/683.
Full textAbstract:
Dominant firms enjoy economic strengths which enable them to compete effectively in relevant markets through the use of collaborative knowledge management (CKM). While the literature is replete with general guiding principles for companies to adopt successful business strategies, there is very limited empirical research on effectively using CKM to improve company performance and market domination. The purpose of this study was to evaluate strategies for information sharing by companies to achieve better operations management and control, a wider range of customers, and stronger competitive edge in the global economy. Epistemological foundation for the study was provided by the literature on knowledge management and organizational dynamics. Data were collected by an electronically self-administered questionnaire on a convenience sample of 80 employees of three small businesses in Memphis, Tennessee. A quantitative method using Poisson regression was applied to test the hypotheses about relationships between six independent variables of value proposition, culture building, responsibilities, information technology, approaches and assessment and the dependent variable, collaborative knowledge management. Results indicate that value proposition, information technology, and building an organizational culture of responsibilities and best practices play significant roles in effective CKM. Social change implications of the study suggest that high-intensity collaborative knowledge management would produce creative leaders and workers, improved leader-worker collaboration, and more effective use of information technologies in organizational intelligence and decision making.
10
Feltham, Doris K. "The Adoption of International Accounting Standards for Small- and Medium-Sized Entities." ScholarWorks, 2011. https://scholarworks.waldenu.edu/dissertations/1043.
Full textAbstract:
U.S. private entities considering adoption of International Standards for Small- and Medium-sized Entities (IFRS for SMEs) need to understand how the new standards will modify financial reporting. However, there has been no determination of the significance of the financial statement impact of changing from United States Generally Accepted Accounting Principles (U.S. GAAP) to IFRS for SMEs. Without this knowledge, private entities in the United States will not be able to make an informed decision as to the benefits or consequences of adopting IFRS for SMEs. Based on stakeholder theory, this study sought to determine how adoption of IFRS for SMEs would affect the financial reporting of U.S. private entities. Using identified reporting differences between the 2 sets of standards, hypothetical 2010 IFRS for SMEs' financial statements were prepared for 3 participating entities. Analysis of variation between the hypothetical IFRS for SMEs' financial statements and the original U.S. GAAP financial statements provided a means to determine the financial reporting impact of IFRS for SMEs' adoption. In each of the 3 case studies, adoption of IFRS for SMEs did not significantly influence the financial reporting of U.S private entities, indicating that the communication of financial information would be fundamentally the same using the simplified IFRS for SMEs or the more complex U.S. GAAP. The results of this study suggest that IFRS for SMEs should be considered an acceptable set of standards for the preparation of quality financial statements by U.S. private entities. This study positively contributes to social change by providing new knowledge to assist private companies in the evaluation of the adoption of IFRS for SMEs; such knowledge could, in turn, reduce financial reporting costs and improve the SMEs' economic conditions.
11
Martin, Dale Frederick Hosking. "Improving the Detection of Narcissistic Transformational Leaders with the Multifactor Leadership Questionnaire: An Item Response Theory Analysis." ScholarWorks, 2011. https://scholarworks.waldenu.edu/dissertations/849.
Full textAbstract:
Narcissistic transformation leaders have inflicted severe physical, psychological, and financial damage on individuals, institutions, and society. Multifactor Leadership Questionnaire (MLQ) has shown promise for early detection of narcissistic leadership tendencies, but selection criteria have not been established. The purpose of this quantitative research was to determine if item response theory (IRT) could advance the detection of narcissistic leadership tendencies using an item-level analysis of the 20 transformational leadership items of the MLQ. Three archival samples of subordinates from Israeli corporate and athletic organizations were combined (N = 1,703) to assess IRT data assumptions, comparative fit of competing IRT models, item discrimination and difficulty, and theta reliabilities within the trait range. Compared to the generalized graded unfolding model, the graded response model had slightly more category points within the 95% confidence interval and consistently lower X2/df item fit indices. Items tended to be easier yet more discriminating than average, and five items were identified as candidates for modification. IRT item marginal reliability was .94 (slightly better than classical test theory reliability of .93), and IRT ability prediction had a .96 reliability within a trait range from -1.7 to 1.3 theta. Based on 8 invariant item parameters, selection criteria of category fairly often (3) or above on attributed idealized influence items and sometimes (2) or below on individual consideration items was suggested. A test case demonstrated how narcissistic tendencies could be detected with these criteria. The study can contribute to positive social change by informing improved selection processes that more effectively screen candidates for key leadership roles that directly impact the wellbeing of individuals and organizations.
12
Pulliam-Brown, Donna. "The Effects of Process Management on Stakeholder Performance: A Meta-Analysis." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3363.
Full textAbstract:
In 2012, there were over 500,000 business management degrees conferred at the undergraduate and graduate level; however, the assessment of student performance has not kept pace with the growth of courses offered in both an online and traditional format. One of the objectives of teaching is to ensure that all students regardless of mode of instruction are receiving a quality education. The purpose of this meta-analysis was to measure the efficiency of learning in a business discipline by evaluating final course grades of 1,051 students. Ten traditional and 10 online course grades provided final student outcomes that were used to generate an effect size estimate. The research question focused on what knowledge related effect on student performance does both an online and a traditional format have in a business discipline utilizing Simonson's equivalency theory. This theoretical framework provided a context for understanding how information imparted in different environments may be equivalent in nature. This meta-analysis used effect size measurements to quantify the difference between online and traditional final grade assessments. The results indicated a low knowledge related effect size measurement on student performance outcomes that can be attributed to how online students compare to traditional students. This research has the potential to assist in the evaluation of distance education in business and other disciplines to determine its effect size results on student performance outcomes. This study contributes to social change by providing the ability for universities to manage student outcomes which can assist in improving the comparability between online and traditional business courses.
13
Jackson, LaTayna. "A Study of Women, Their Careers, Mentoring, and the Barriers in Management." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/6441.
Full textAbstract:
Women all across the United States who work for public housing authorities greatly desire to have more career advancement opportunities. As the number of women in the workforce and moving into management positions continues to increase yearly, current cross-gender mentorship programs, even if available are often outdated and unresponsive to the demographic change. This study focused on women's careers, mentoring, and the barriers to their career progression. The purpose of this qualitative case study was to explore participant perceptions perception of mentoring and its effects on career advancement for women who work in public housing management to open a deeper dialogue about women and gender bias in management in traditionally male-dominated workplaces. Participants consisted of 10 senior property management managers currently employed in Florida and Georgia public housing authorities. Data collection was accomplished via an open-ended semi-structured interview protocol and recorded to ensure validity and integrity of the interview; NVivo 11 software was used to assist with the coding, categorization, and identification of recurrent patterns. In depth analysis of the coded data further revealed three essential themes of mentoring, professional leadership training programs, and access to those opportunities were critical to career progression but often unavailable or ineffective. The participants revealed that same-gender mentoring relationships were more successful than cross-gender. Participants almost unanimously agreed that mentoring and advance leadership training opportunities are critical to employee career progression for any employee, and particularly to women in male-dominated industries. Increasing the dialogue to develop more comprehensive and available cross-gender mentoring programs could be the catalyst for meeting the challenges of leading in the midst of the changing workforce.
14
Carmichael, Shenique. "Small Farm Management of Information Communication Technology, E-Commerce, and Organization Performance." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/4719.
Full textAbstract:
Many small farm farmers in the United States are reluctant to use information communication technology (ICT) and e-commerce, yet little is known about their decision-making rationale. The purpose of this transcendental phenomenological study was to explore U.S. small farm farmers' decision making, specifically, regarding use or non-use of e-commerce, in managing farm operations by using the Miles and Snow's typology of strategic management. The purposive sample consisted of 30 small farm farming operations in Kansas and Missouri with revenue less than $250,000 per annum. Data analysis was 3-tiered and involved use of horizontalization, thematic clustering, and synthesis. Using the Van Kaam method of data analysis, 4 themes emerged: (a) small farm farmers have a family-oriented farming experience with complex factors that lead to the reliance on fellow farmers for information and support; (b) small farm farmers rely on fellow farmers for advice and support as well as the use of established procedures in their farming operations; (c) while small farm farmers see the value in ICT in farming, many view it as either impractical or non-applicable for their own operations; and (d) small farm farmers recognized that ICT has a positive impact on farms productivity, income, and growth. However, some small farm farmers were reluctant to adopt ICT due to expenditure, location, and farm size concerns. Study findings also highlighted a few business models such as community-supported agriculture investment that small farm farmers use to enhance their daily farm operations. With insights from the study, small farm farmers in the United States may be able to improve their understanding of e-commerce applications, which could potentially lead to increased annual profits for these farmers, new customers and consistent product pricing for consumers.
15
Herman, Elizabeth M. "Exploring knowledge loss in the contact center: Key loss areas, contributing factors, and performance metric implications." ScholarWorks, 2009. https://scholarworks.waldenu.edu/dissertations/704.
Full textAbstract:
Knowledge loss, or organizational forgetting, is often overlooked in knowledge management frameworks, yet it costs organizations money, personnel, efficiency, and customer service. The purpose of this mixed model case study was to understand, using a model of forgetting as the conceptual framework, where and why loss occurred and to examine performance implications. An inbound telephone contact center was studied because of prolific changes in that industry regarding knowledge complexity and performance. The researcher interviewed 20 participants, observed 63 calls, and reviewed 3 months of performance data including average handle time, first call resolution percentages, and time spent on after call work. Key research questions addressed areas of loss, contributing factors, and operational impacts. Using theme-based coding and chi-square goodness of fit analyses for the qualitative data coupled with descriptive analyses and frequency distributions for the quantitative data, results showed that loss occurred because of attitudinal resistance to change, unlearning, and lack of organizational standards. Average handle time and first call resolution metrics were negatively impacted. Contributing factors included culture, leadership support, and limited follow-through from lessons learned. Recommendations include establishing a formal disposal process to remove outdated knowledge from knowledge management tools and establishing incentives to encourage employees to contribute knowledge, which can lead to higher staff engagement of those tools and improved customer service. The social change significance is that addressing knowledge loss can promote fiscal sustainability and revenue generation, thereby preventing layoffs or organizational closures.
16
Taylor-King, Darlean. "Parental payment abuse within the Supplemental Security Income program." ScholarWorks, 2008. https://scholarworks.waldenu.edu/dissertations/642.
Full textAbstract:
Management of Social Security Administration (SSA) has been challenged by the phenomena of overpayments with its Supplemental Security Income (SSI) program. Oversight authorities of SSA had expressed concerns about the overpayment abuse caused by parents as representative payees for disabled minor children. It was important to address this problem because the amount of overpayments prior to 1998 had caused integrity issues for management of SSA and increased federal debt from SSI claimants. The purpose of this study was to examine how management of SSA and the SSI program had responded to the concerns of the oversight authorities. Theoretical foundations for this study were based on systems concepts and theories as basic rationale for the examination of feedback from systems operation and for organizational learning about the phenomena of overpayments. This study employed a case study methodology using an approach that examined the SSI program and its operational procedures. The questions for this study involved inquiries into processes and procedures that were developed for improving payment accuracy of SSI claims. Data analysis was performed by comparing the change in overpayment amounts to the implementation of different technological and operational procedures for the SSI program over time using time series analysis. The results of this study suggested that technology that allows sharing communications between federal and state governmental organizations improved overpayment detection and collection for the SSI program. This sharing provided positive social change that could have implications for improved operational efficiency in many other social service programs in the United States.
17
Kerstetter, Bill. "Role of Spiritual Intelligence in Leader Influence on Organizational Trust." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5361.
Full textAbstract:
Corporate scandals have disrupted the trust and confidence in leaders over the last two decades. Researchers have not addressed the spiritual intelligence of leaders and the role it might play in influencing organizational trust. The purpose of this qualitative phenomenological study was to explore the role of spiritual intelligence in leader influence on organizational trust. The research question addressed the role of spiritual intelligence in leader influence on organizational trust within a global insurance company. The conceptual framework was based on intelligence theory, leadership theory, spiritual intelligence theory, trust theory, and servant leadership philosophy. Data were collected using semistructured interviews with a purposive sample of 16 employees from a global insurance company. Participant selection included senior leaders in the organization or employees who reported to one of those senior leaders. Data were coded, analyzed, and interpreted manually to identify 5 themes using the methodological framework of reflective lifeworld research: emotional intelligence, servant leadership, integrity, trustworthiness, and moral compass. Findings showed that spiritual intelligence plays a critical role in leaders' capacity to make good decisions, build relationships, and provide a sense of empowerment. Senior leaders who leverage their spiritual intelligence may create an organizational culture of trust and empowerment, and may become role models for others to follow.
18
Ohakam, Sylvanus Obidinma. "Niger Delta Youths' Views on Entrepreneurship Education for Combating Poverty and Unemployment." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/6080.
Full textAbstract:
Abstract
Education policymakers in Nigeria lack the knowledge on the views of Niger Delta youths, who rely on entrepreneurship education and its contents to fight poverty and unemployment in their area. This study's purpose was to gain deeper understanding of the views of Niger Delta youths on entrepreneurship education, its contents, and its role in fighting their area's high rate of poverty and unemployment. This study was framed and guided by three key concepts that focus on the challenges of poor communities: youth unemployment in sub-Saharan Africa, entrepreneurship education, and youth entrepreneurship. To address this issue properly, a qualitative multiple-case study was designed. Data were collected from multiple sources: semi structured interviews, archival data from government labor reports , and the researcher's field notes.Data analysis was completed through thematic and cross-case synthesis analysis. . The findings showed that the Niger Delta is less privileged in financial availability, deepened in economic recessions under unemployment, poverty, inflation, hunger and starvations, with less chance of obtaining education, without qualification for employable white-collar jobs, neglected by the government of Nigeria, irrespective that Niger Delta region is the city of petroleum production that gives approximately 95% of Nigerian national revenue annually. With the adoption of entrepreneurship education in their school system and through training and skill acquisition, the Niger Delta would contribute to poverty alleviation, increased business career ownership, and meet the daily economic demands of their families, and be able to have a voice in social change. Social change can potentially be achieved through economic restoration and the enhancement of youths' education and employment status, which in turn would help decrease the rate of poverty.
19
Wilson, Dewayne. "Strategies for Reducing Employee Turnover in Retail Outlets." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5961.
Full textAbstract:
Employee turnover in the retail industry is costly, difficult, and problematic, affecting organizational wages, benefits, and schedules in relation to serving clients, customers, and stakeholders. The purpose of this multiple case study was to explore effective strategies used by retail store owners in the southeastern region of the United States to reduce employee turnover. The target population was 6 successful business owners of 6 small retail businesses in the southeastern United States who had effectively reduced employee turnover. The conceptual framework for this study was the Herzberg 2-factor theory related to workplace job satisfaction. Data were collected through face-to-face, semistructured interviews and review of archival company documents related to employee turnover. Data were coded, analyzed into themes using Yin's 5-step method, triangulated, and validated by member checking to strengthen the credibility of the analyses. Three themes emerged: effective communication, supportive leadership, and competitive compensation reduced employee turnover. The implications for positive social change include the potential to provide leaders with effective strategies to reduce employee turnover, leading to reductions in unemployment, stabilization of communities, and improvements to the human and social conditions outside the workplace.
20
Tejan, Sheikh. "Organizational Size's Effect Strategic Service Innovation and Strategic Service Delivery Innovation." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/6136.
Full textAbstract:
Empirical research has established that the service sector is the engine of growth in global economies. Despite the contributions of the service sector to global economies, research in service innovation has been neglected. There are still empirical research gaps especially on the predictors of strategic service delivery innovation (SSDI). The problem statement addressed in this study was that no research used the resource advantage theory to investigate the nature of the relationship between SSI and SSDI with OS as a possible moderator variable. Using resource advantage theory as the foundation, the purpose of this correlational study was to determine whether organizational size moderates the relationship between SSI and SSDI. Survey data were collected from a random sample of IT managers in the United States (n = 250), and data were analyzed using SPSS to specifically test the three hypotheses of the study. The key findings indicated that SSI was positively related to SSDI F (3, 246) = 428.153, p < 0.001 OS was positively related to SSI (t = 10.4, p < 0.001), and OS moderated the relationship between SSI and SSDI F (1, 245) = 0.005, p = 0.006. Using the conceptual framework of the R-A theory was statistically significant to investigate the relationships between the three key variables. Positive social change should be achieved when IT managers realize that strategic service innovation is positively related to strategic service innovation delivery, and is moderated by organizational size, then this information should factor into IT managers' strategic planning to positively impact social change by minimizing cost of production in service delivery to consumers. The outcome of this study was two-fold: academic significance of delivery innovation (SSDI) and managerial significance.
21
Anderson, Jiari Ebony. "Decreasing Unethical Behaviors in Financial Institutions." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5820.
Full textAbstract:
An ethical climate helps to ensure a trustworthy organizational culture. This multiple case study explored strategies that banking managers in the southeastern region of the United States used to decrease unethical employee behaviors. The target population included 6 banking managers who demonstrated effective strategies to help ensure an ethical culture and decease unethical behaviors. Hunt and Vitell's ethical decision making theory served as the conceptual framework for this research. Data were obtained from face-to-face interviews and the review of archival data from website information. Data analysis involved an inductive examination following case descriptions. Intensive leadership skills and managers' effective communication emerged as the significant themes. Strategies that facilitated group effort in participants' organizations related to developing comprehensive training programs and policies and procedures. Organizational leaders that promote ethical behaviors can bring about positive change by encouraging inclusive growth, creating productive economic opportunities for individuals, alleviating poverty throughout communities, and contributing to the health and education of those communities.
22
Nigh, Silvia. "The Managerial Impact on Small Business Global Supply Chain." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3360.
Full textAbstract:
In a global economy, companies that are able to engage in international trade may have a competitive advantage over others. Increased globalization is also increasing the demand for effective global supply management practices. Building on Lorenz's chaos theory, this instrumental case study explored the strategies that 4 senior managers from small and medium-sized enterprises in Indianapolis, Indiana used to reduce disruptive vulnerabilities in the supply chain continuum. Review of company documents served as the second data collection method. Rowley's 3-step analysis guided the coding process of the interview data, and the trustworthiness of interpretations was enhanced through methodological triangulation of company records. Findings revealed 3 strategies that these senior managers relied on for remaining strategically competitive in a global environment: understanding the communication challenges and addressing the issues, risk mitigation, and human capital management. Findings from this study may contribute to business practice and social change by providing business leaders with information about effective strategies to remain competitive or to explore international ventures while focusing on environmental causes. Sustainable practices lead to cost reduction for the organizations and a cleaner environment for the surrounding community.
23
Rosensteel, Christina Marie. "Factors Involved in Successful Second-Generation Legacy Perpetuation in Independent Insurance Agencies." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/2333.
Full textAbstract:
The purpose of this study was to examine the factors involved in successful second-generation legacy perpetuation in independent insurance agencies. This study examined the role of parent and child throughout the process in an effort to thwart the current high failure rates. This research aims to promote healthy business activity, improve success and sustainability, and add positive social stewardship in communities. Education and preparation of successor, timing of transition, financial considerations, and processes of succession were addressed. Two frameworks guided this study: Bertalanffy's systems theory and Bandura's theory of self-efficacy. Nonrandom, purposeful samples of 3 profitable, second-generation agency owners of 10 years or more in Pennsylvania provided information rich, in-depth interviews. Interviews were transcribed for patterns and cross-case analysis helped reveal commonalities. Themes identified suggested that successful agencies hired professional consultants. A key finding was having a written plans detailing payoff considerations. The primary recommendation from the study is to hire a professional to guide the process. This study has implications for positive social change as it contributes to the education of legacy-perpetuated transition and prevention of failure. Helping to keep family businesses thriving can, in turn, promote positive social change within communities.
24
Adeyemi, Akeem A. "Strategies Business Managers Use to Engage Employees in the Chemical Industry." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5600.
Full textAbstract:
Lack of employee engagement in the workplace is one of the leading causes of lost productivity in the United States, estimated to cost organizations between $450 to $550 billion per year. The purpose of this single case study was to explore the strategies that some business managers in the chemical industry use to engage employees and increase productivity. The population for the study consisted of 5 small chemical business managers of a chemical company in the northeastern United States that demonstrated success in engaging employees. The conceptual framework for the study was social exchange theory. Data were collected from small business managers via semistructured interviews detailing participants' strategies in engaging employees in the workplace and from company physical artifacts such as website, posters, bulletins, and signage. The collected data were transcribed, and member checking was completed to validate the credibility and trustworthiness. Yin's 5-step data analysis process for a case study and the main words in context analysis were used to analyze data. Three themes discovered in the study were: leadership support, effective communication, and recognition and reward. The findings from this study revealed that chemical business managers used strategies to influence employee engagement in the workplace. The impact of positive social change includes providing insights for managers on strategy implementation for employee engagement in the workplace to increase organizational productivity and stability, which could lead to a healthy economy in the community and employees contributing positively to communities and supporting their families.
25
Porter, Chandra LaTrelle. "Exploring the Employability of African-American Male Ex-Offenders in Local Government." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3505.
Full textAbstract:
The public sector is the largest employer that requires a background check. When African-American male ex-offenders return to their communities, they are often unable to find work in local government because of their criminal record. The central research question for this phenomenological study explored the lived experiences of African-American male ex-offenders regarding their employability in the local government sector. Guided by Sampson and Laub's life course perspective theory, a purposeful sample of 5 African-American male ex-offenders who applied for work or who currently work for local government entities in the state of Georgia was selected for this study. A three-interview approach was employed to include life history, details of experience, and reflection on the meaning of experiences. The Van Kaam method of analysis was used to analyze the interview data. Eleven central themes emerged that included the importance of employment, limited knowledge of employment, background and hiring process, stigma of a criminal record, lack of available resources, attitudes and biases of hiring managers, good support system, and limited opportunity for a second chance. It is recommended that local government agency officials use positions classified as 'hard to fill' as training opportunities in an apprenticeship program to help ex-offenders learn new skills to help them secure employment. The findings and recommendations have implications for positive social change in local government agencies. Local government entities may modify organizational policy and practices including recruitment strategies that eliminate discrimination against African-American ex-offenders to help improve their quality of life and become contributing citizens within the community.
26
Cain, Lafaun. "Social Security Administration Employee Lived Experiences of Job Satisfaction and Employee Turnover." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5311.
Full textAbstract:
Employee turnover continues to be an issue in federal organizations, including the Social Security Administration (SSA). While issues such as retiring baby boomers and budget constraints are beyond the control of any agency, retaining employees is critical to maintain essential services. The purpose of this transcendental phenomenological study was to explore SSA employee's lived experiences of job satisfaction and employee turnover to uncover motivators and satisfaction strategies. The conceptual framework for the study was based on Maslow's human needs and Herzberg's two-factor theory. Data were collected from 20 SSA frontline employees using 6 open-ended interview questions. The data were analyzed using a modification of van Kaam's method of analysis of phenomenological data and NVivo 11 Pro. Study results revealed that time, stress, pay and benefits, public service, and interoffice relationships were the prime intrinsic and extrinsic factors participants perceived as directly related to their job satisfaction. They highly valued job enrichment programs, cohesive teams, and pay and benefits, which override daily stressors inherent to the public demands strategies for the agency. Conducting the study in depressed socioeconomic areas might also provide significant insights, particularly since stress and workload were essential dissatisfiers. SSA provides critical services to many vulnerable groups. Strategies that employees perceive as motivating enhance the quality of services and benefits to eligible American citizens, many of whom rely on these services for quality of life, thereby reducing the burden of local communities to support these individuals if SSA services fail.
27
Stephens, Darin Dale. "Case Study of Inclusive Environments for Lesbian, Gay, Bisexual, Transgender Employees." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5532.
Full textAbstract:
Despite the positive changes occurring regarding American attitudes toward members of the Lesbian, Gay, Bisexual and Transgender (LGBT) community, empirical evidence indicates that LGBT individuals do not believe inclusive environments exist, as 48% of the population remains closeted at work. A gap exists in the literature relating to the formulation of practical solutions that establish and sustain inclusive environments. The purpose of this qualitative case study was to identify the possible influence of cultural lag on the workplace engagement of LGBT employees. Ogburn's cultural lag theory served as the conceptual framework. The following research questions guided the study: (a) The impact that antidiscrimination, social, legal, and organizational changes have had on LGBT employees, (b) the effect of cultural lag on the career paths of LGBT employees, and (c) best practices for implementing strategies that create and maintain inclusive environments for the advancement of LGBT employees. Purposeful snowball sampling led to the selection of individuals who were open about their sexual orientation in the workplace. Twenty-seven participants came from various industries within the Northeastern, Midwestern, Northwestern, and Western regions of the United States. Data were obtained from open-ended interviews and were coded to find themes and subthemes. The results indicated that generalizations can occur across geographical locations or work environments and identified emergent themes for recommended best practices and strategies for organizations. Implications for positive social change include a greater understanding of, and support for establishing and maintaining inclusive environments for LGBT employees.
28
Mesimo-Ogunsanya, Esther Aina. "Organizational Support and Employees' Work-Life Quality." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3048.
Full textAbstract:
The increasing prevalence of work-life issues in the manufacturing industry is a problem to manufacturing employees in numerous ways. The problem addressed in this study was the relationship between organizational support and work-life quality among employees of a large manufacturing organization located in the Southeastern United States. The purpose of this correlational study was to examine the relationship between the provision of formal and informal organizational support and employees' work-life quality. Ecological system theory, role theory, and social exchange theory informed the theoretical framework of the study. The focus of the research questions was the extent of the relationship between the provision of formal and informal organizational support and employees' work-family conflict, job satisfaction, and turnover intention. The study involved multiple linear regression to analyze data collected through an online survey from 74 randomly selected manufacturing employees. A statistically significant correlation was found between the provision of formal organizational support and job satisfaction and turnover intention, but not with work-family conflict. Informal supports were not statistically significant for predicting work-family conflict, but they were statistically significant for predicting job satisfaction and workplace turnover rates. Social change implications include organizational leaders using the results to identify and implement organizational supports that can improve employees' job satisfaction, increase organizational commitment, reduce work-family conflicts, lower job stress, and decrease turnover intention.
29
Ward, Brian Keith. "A Phenomenological Study of the Transition of Veterans into the Civilian Workforce." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/6700.
Full textAbstract:
Military veterans face various challenges during their transition into the civilian workforce, including mental health problems. Veterans experience challenges like emotional trauma and physical distress while transitioning into the civilian workforce. The challenges result from the nature of the civilian work. The purpose of this phenomenological study was to explore the challenges among veterans in California and Michigan while transitioning into the civilian life. The study participants included 30 veterans from California and Michigan who had retired and those who were expecting to retire from the military within six months at the time of conducting the study. Schoenberg's 4S transition theory was used as a conceptual framework. Data, collected through semi-structured interviews were analyzed using thematic analysis to develop themes for each research question. The findings indicated that transition challenges were related to emotional trauma and physical distress. Themes identified in relation to coping strategies that veterans can use to cope with the transition challenges include physical exercise, social interaction/open communication, and mutual support. The results of this study have significant social change implications. Leaders in the military and civilian workforce, government, and future military veterans could benefit from the findings by understanding the traditional challenges faced while transitioning into the civilian workforce. The study's findings could benefit policymakers and senior leaders in developing and implementing strategies that ensure smooth transition by military veterans into the civilian workforce.
30
Bakht, Agha Bedar. "Engineering Leadership Competencies for Entry-Level Civil Engineers." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/6165.
Full textAbstract:
The general problem is that while technical engineering firms today require entry-level, full-time engineers to possess leadership skills, companies have failed to indicate which leadership competencies are most important in their recruitment and hiring process. This study's contributions could have implications for the long-term career prospects of engineers as well as the future outlook and sustainability of engineering companies. The specific problem is that various disciplines in the engineering profession, such as the construction sector, have yet to clearly define which leadership competencies are most important for the job market in their specific areas. Advancements in this regard are important for both entry-level engineers and engineering companies given the strong competition in local and international markets. The purpose of this qualitative study using a multiple case study design was to explore the views of managers in the construction industry on leadership competencies most needed in the job market for entry-level civil engineers. The study was framed by three concepts of engineering leadership. The research question was: How do the perceptions of managers in the construction industry establish a basis of leadership competencies most needed in the job market for entry-level civil engineers? Applying the knowledge gained from this inquiry has the potential for positive social impact by driving reforms in educational curricula and professional settings and with industry leaders to further the personal development of early-stage civil engineers, supporting their career success and the success of their companies.
31
Zeka, Luan. "Organizational Culture and Individuals' Experience of Workplace Bullying." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/4699.
Full textAbstract:
Workplace bullying is an epidemic in the United States. The purpose of this qualitative phenomenological study was to increase understanding of employees' lived experiences of bullying in an organizational culture. Schein's organizational cultural model provided the conceptual framework for the study. The research question addressed how individuals who were bullied or witnessed bullying in the New York State area perceived their experiences within the organizational culture. Data collection included a researcher's journal and in-depth interviews with 25 participants. Data were analyzed using Moustakas's modified van Kaam method of phenomenological analysis. From the data analysis process, three categories of bullying emerged and revealed nine themes that exposed the participants' experiences and perceptions of bullying and the organizational culture in the workplace. Findings indicated that witnesses and victims feel emotional, physical, and psychological effects from exposure to workplace bullying. Results also provided leaders with information that organizational culture, leadership, and management are related to workplace bullying. Organizational leaders and managers may use these findings to support positive social change by disclosing the effects that workplace bullying has on all members of the organization. Results may be used to develop interventions and anti-bullying policies to help employees address workplace bullying in their organizations, thereby ensuring a more positive work environment. Conducting additional research related to each of the themes may lead to a deeper understanding of how to address the many factors that facilitate bullying in the workplace.
32
Lockett, Asia R. "Online Marketing Strategies for Increasing Sales Revenues of Small Retail Businesses." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5896.
Full textAbstract:
Small retail business leaders use online marketing to connect with consumers and the community. The purpose of this qualitative multiple case study was to explore the strategies some small retail business leaders use to implement online marketing to increase sales. Data were collected from 4 small retail business owners who successfully used strategies to implement online marketing in California. The conceptual framework for this study was Rogers's diffusion of innovation theory. Data collection techniques and sources were semistructured, face-to-face interviews, and review of public business documents, company websites, social media websites, and analytical tools. A thematic analysis of the data yielded 4 themes: social media platforms and strategies, online marketing strategies and challenges, online content strategies, and follow-up strategies. Business leaders of small retail organizations who want to increase revenue, remain competitive, overcome challenges associated with online marketing, and increase communication by implementing new technology might elect to align with the strategies identified in this study. The implications for positive social change include the opportunity for small retail business leaders to increase revenue while providing more job opportunities to benefit employees, employees' families, and the community.
33
Akaeze, Christian Ozioma. "Exploring Strategies Required for Small Business Sustainability in Competitive Environments." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/1873.
Full textAbstract:
Owners of small businesses contribute approximately 39% of the gross domestic product and create 2 out of every 3 new jobs, but only 25% of startup small businesses stay afloat after 5 years. Guided by the resource-based view theory of the firm, the purpose of this multiple case study was to explore strategies small auto dealership business owners use to sustain businesses in New York City. Data were collected through semistructured interviews from 3 participants who owned small auto dealership businesses and succeeded beyond 5 years. Data analysis entailed using coding techniques and cluster analysis. Member checking was used to strengthen the credibility and trustworthiness of the interpretation of participants' responses. The 3 themes that emerged in the final report related to small business owners' strategies for success, influence of customer satisfaction on small business survival, and influence of prior industrial experience on small business owners' success. Findings from this study may contribute to social change by indicating some strategies that business owners use to sustain business and mitigate harmful effects of job loss. Data from this study may contribute to the prosperity of small business owners, their employees, and local community. The beneficiaries of this research include small business owners, practitioners, and policy makers.
34
Mincey, Catherine Elaine. "Leaders' Perceptions of the Sexual Misconduct Reporting System in the Military." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/6244.
Full textAbstract:
There is an unwarranted number of men and women that experience an unwanted sexual contact occurrence while on active duty, that is not reported through the military's sexual harassment or sexual assault system channels. A reporting system that is cumbersome and ineffective may hinder a leader's perception in implementing effective sexual harassment and sexual assault policies and procedures. The purpose of this descriptive multiple case study was to explore the ways a reporting system influenced the decision making processes of leaders and the importance of a fluent information flow through communication channels regarding the reporting system for sexual misconduct within an organization. The conceptual framework for the study was comprised of Freire's dialogical pedagogy theory, leadership decision making, and Bandura's social cognitive theory in cultural context. The research questions addressed the perceptions of 10 retired, senior military leaders, regarding how a leaders' decision making processes may be influenced by a reporting system. The data sources included interviews, observations, journaling, and historical documents. The results suggested that leaders' decision making processes were motivated by the following factors: (a) reporting process, (b) leader decision making processes, (c) gender in the workplace setting, (d) reporting deterrent factors, (e) hostile work environments, (f) leader contributions, and (g) social comparisons. The results of this study contribute to positive social change through their potential to be used to deter or eliminate sexual misconduct at the individual, organizational, and societal levels.
35
Anyiwe, Timothy Osita. "Aligning Financial Strategy with Customer Categorization based on Environmental Scanning." ScholarWorks, 2011. https://scholarworks.waldenu.edu/dissertations/1016.
Full textAbstract:
Inadequate environmental scanning, poor financial strategy, and misaligned customer focus are responsible for 79% of retail profitability losses. The purpose of the qualitative study using a multiple-case study design was to explore the strategies needed to align financial strategy with customer-oriented processes in the retail industry. The research question involved understanding trends and operational risks influencing the establishment of financial alignment strategies. Porter's five forces model of customer influence, Pearce's environmental and economic factors affecting society values, and Albright's strategic planning of environmental influence served as the theoretical foundations for the study. 30 executives, managers, and team leaders in 2 Midwest U.S. organizations completed interviews. Interview data were coded for emergent themes. Themes included advanced strategic planning, improved customer-buying power, enhanced business viability, and reduced business uncertainties as components of a guiding strategy needed to align financial strategy with customer-oriented processes. Implications for positive social change include increased profitability that can result in improved employment opportunities.
36
Schindler, Laura A. "A Mixed Methods Examination of the Influence of Dimensions of Support on Training Transfer." ScholarWorks, 2011. https://scholarworks.waldenu.edu/dissertations/1037.
Full textAbstract:
Organizations invest a significant amount of time and money on training; however, most employees do not transfer what they learned in training to the specific tasks required in their job. While extant research suggests that supervisor support may facilitate training transfer, the influence of specific types or dimensions of support is still unknown. The purpose of this mixed methods sequential explanatory study was to examine how specific dimensions of support (mentoring, coaching, social support, and task support) influence training transfer. Organizational support theory and the theory of planned behavior served as the theoretical framework for this study. Quantitative data were collected first, via an online survey, from participants ( n = 48) who developed curriculum at a large, educational organization. The correlation analysis revealed significant positive relationships between the dimensions of support and training transfer. A bootstrap analysis revealed that transfer motivation mediates the relationships between mentoring, coaching, social support, and training transfer, but does not mediate the relationship between task support and transfer. Qualitative data were collected from additional participants (n = 10) at the organization, via in-depth interviews. A phenomenological analysis of the interview transcripts partially corroborated the quantitative results, suggesting that mentoring influences both transfer motivation and training transfer, coaching influences training transfer, and social support influences transfer motivation. Implications for positive social change include an increase in the transfer of learned knowledge and skills among employees who develop curriculum, which may help them develop higher-quality courses and degree programs that increase student learning and contribute to the integrity and success of universities.
37
Acosta, Gerard M. "A Review of the Department of the Army's Decentralized Cost Benefit Analysis Process." ScholarWorks, 2011. https://scholarworks.waldenu.edu/dissertations/1020.
Full textAbstract:
From 1996 to 2006, the number of Department of Defense (DoD) contract transactions increased, leading to over expenditures and the need for agencies to determine benefit estimation to improve risk management of a project. The purpose of this qualitative case study was to apply a total quality management theory to explore if a standardized versus decentralized benefits framework within the cost benefit analysis process could improve the Department of the Army acquisition selection process. The two central research questions addressed (a) the differences between successful and failed acquisition systems cost benefit analysis, and (b) whether a standardized or decentralized cost benefits framework would best serve contract selection process. Data were collected via interviews with 20 DoD acquisition specialists and analysis of cost benefit analysis cases; NVIVO software was used to examine word frequency and comparative phrases. The data analysis resulted in themes that encompassed how standardization improves product quality, enhances innovation, and accelerates the acquisition procurement process. Other themes included the need to build metrics into the cost benefit assessment to measure risk management controls and cost-reduction initiatives. The DoD might benefit from the results of this study by reviewing and instituting a standardized benefit assessment within its cost benefit analysis framework to protect business stakeholders' from fraud, waste, or abuse. The implications of this doctoral study will promote social change in the form of government spending fiscal stewardship and could serve as a benchmark to improve the budget formulation and management of the American taxpayer's investment in national security.
38
Coleman, Pheobie Latossa. "Executive Management Methods to Prepare Employees for Future Positions." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/3149.
Full textAbstract:
Creating successful leaders is one of the challenges that social services organizations are facing. Employees may lack essential managerial skills to become productive leaders, and some managers may lack viable succession planning methods for preparing employees for leadership positions. The purpose of this case study was to explore methods that executive managers use to prepare employees for leadership positions. Path-goal theory and transformational leadership represent the conceptual framework that grounded this study. Semistructured interviews were conducted with 10 executive managers in the social services industry within southwest Georgia with experiences and skills specific to implementing successful succession planning. Company archives of corporate reports, government records, and business and management records were used for triangulation. The data were coded and analyzed using a modified van Kaam method. Participants verified the accuracy of the analysis of their responses through member-checking. The findings revealed 4 emergent themes: organizational management, hiring employees that fit the culture, leadership capabilities, and talent management. A recommendation from the study was that executive managers find methods to prepare employees for leadership positions. These findings may contribute to positive social change by identifying methods to prepare employees for leadership positions, thereby generating organizational sustainability, increasing organization revenue, and creating community economic development.
39
Sheppard, George. "Work-Life Balance Programs to Improve Employee Performance." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/2058.
Full textAbstract:
Although work-life balance programs in the United States have become increasingly popular through the years, there is still a need to understand the contributions of these programs on employee performance. The purpose of this case study was to explore the work-life balance programs that nonprofit school leaders utilize to improve employee performance at a charter school organization. The job demands-resources model formed the conceptual framework for this study. Data were collected through semistructured interviews from a purposeful sample of 10 managers and 10 non-managerial employees working at a charter school organization in Harlem, New York. Data collection also included organizational performance track indicator documents on employee absenteeism, turnover, motivation, productivity, job satisfaction, and retention, archived organizational records on WLB programs, and current WLB programs and policies guidelines. Through methodological triangulation, a number of themes emerged. These themes included work-life balance programs' effectiveness, the importance of a supportive work environment, employee commitment and motivation, employee well-being and productivity, employee job satisfaction and quality work life, organizational culture change, and low utilization of the job sharing program. According to the study results, work-life balance programs could help improve organizational culture and employee overall performance. The results of this study may contribute to social change by preparing employers for success while simultaneously positioning individuals to attain optimum balance between work and life responsibilities.
40
Gilliard, Tawanda. "Entrepreneurial Opportunities to Develop Strategies for Small Business Success." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5081.
Full textAbstract:
Entrepreneurs of small businesses fail because of the lack of strategies to improve business performance. Using the model of strategic entrepreneurship, the purpose of this multiple case study was to explore strategies entrepreneurs used to exploit entrepreneurial opportunities to improve their business performance. Three entrepreneurs from different fitness businesses in South Carolina shared strategies used to exploit entrepreneurial opportunities to business performance. Data were collected from semistructured, face-to-face interviews and a review of company documents such as business performance plans, consolidated financial statements, and a digital equipment user log. Member checking and methodological triangulation increased the validity of the data. The data analysis process involved compiling and disassembling the data into codes, reassembling the data, interpreting the meaning, and writing and reporting the themes. The information collected from 3 participant responses was insufficient to answer the central research question. Participants provided information but did not give rich feedback to confirm or disprove their use of strategies to improve business performance. The themes that emerged from the data analysis were planning to improve business performance and effective leadership. Both themes were entrepreneurial opportunities identified as strategies by entrepreneurs used to improve business performance. The themes identified as strategies might help other entrepreneurs improve business performance for small business success. Implications for positive social change include providing new insights for best business practices, better preparation to increase entrepreneurial survival, and good relationships leading to healthier community lifestyles.
41
Sampath, Raj. "Exploring Organizational Change through an Understanding of Intrapreneurship." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/4098.
Full textAbstract:
Organizations need to constantly innovate to be relevant in a highly competitive market. Intrapreneurship, defined as entrepreneurship within the organization, is one method to bring about this constant innovation. The purpose of this study was to explore intrapreneurship, through a multiple case study, to gain a better understanding of which business strategies can foster successful intrapreneurship initiatives. The theories of Pinchot and Porter on intrapreneurship and organizational competitiveness formed the theoretical lens for this study. The sample for this study consisted of 5 business leaders in Atlanta, Georgia who had demonstrated intrapreneurship in their organization by encouraging their employees to pursue this method of innovation. Interviews took place with the leaders, and their collected narratives were analyzed for recurring themes. Additional pertinent financial data analysis was included for triangulation purposes. Emergent themes included the need for transformational leadership, the need for innovation at all levels of the organization, acceptance of failure and risk, facilitating empowerment, the beneficial link between intrapreneurship and operations management, recognition and rewards for employees expressing their creativity, company culture versus multicultural employees, and the need for creativity and competitiveness. These findings could bring about social change for employees through employee engagement and self-satisfaction. Employees have an opportunity to express their creativity through intrapreneurship initiatives.
42
Cross, Darren. "Employee Retention Strategies in the Fast Food Industry." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3936.
Full textAbstract:
Voluntary employee turnover in the fast-food industry is 50%. Employee turnover costs fast-food restaurants $10 billion annually. The purpose of this multiple case study was to examine the strategies of 5 fast-food restaurant managers in the Midwestern United States who achieved higher employee retention than did peers in their districts. The conceptual framework was the 8 motivational forces of voluntary employee turnover. Data were collected via semistructured, face-to-face interviews, recruiting materials, retention activities, policy manuals, and overall voluntary termination reports. Data were compiled, disassembled into groups, reassembled into patterns and themes, and interpreted for conclusions, revealing 3 themes that influenced the managers' employee retention: organizational support, communication, and employee training. These findings suggest that proactively developing a culture of support, implementing communication and feedback channels for employees, and maintaining a training and development program can improve employee retention. Findings might contribute to social change by helping managers develop strategies for improving employee retention, and in turn, financial performance. Employees of fast-food restaurants could benefit from improved retention and financial performance, as they could contribute to new employment opportunities and increased career longevity. Society could benefit from expanded aggregate employment and tax revenue.
43
Burke, Dennis V. "Managers' Emotional Intelligence and Employee Turnover Rates in Quick Service." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3661.
Full textAbstract:
Turnover rate is a benchmark economic measure and affects the customer service and profitability of organizations. The purpose of this correlational study was to examine the relationship between general managers' emotional intelligence (EI), operations evaluation scores (OE), and employee turnover rates at Brand X quick service restaurant (QSR) companies using Salovey and Mayer's theoretical framework of EI. Data were collected from a sample of 69 QSR general managers, with at least 6 months of experience, in the Southeastern United States using the EQ-i 2.0 self-assessment instrument. The mean employee turnover rate for the sample (M = 161%), was 157% greater than the 2013 average restaurant and accommodation turnover rate and 281.5% greater than the average overall private sector turnover rate for 2013. None of relationships between the predictor variables and the dependent variable in the multiple regression analysis model were statistically significant, at the p -?¤ .05 level. There was no significant relationship between manager's EI, OE scores and employee turnover rates. As a result, HR managers can redirect resources to finding alternate solutions for improving other components of employees' work environment for the subject population. By identifying QSR as one area of elevated employee turnover rate, the results of the study can serve as the basis for catalyzing research and developing findings for identifying alternate solutions to improve employees' health and reduce QSRs employees' work-related stress.
44
Ajwala, Awuor. "Corporate Governance Strategies to Support Financial Performance." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5963.
Full textAbstract:
The insurance industry continues to experience financial scandals despite increasing pressure to integrate sound governance practices. The purpose of this multiple case study was to explore the corporate governance strategies insurance business leaders used to support financial performance. The targeted population consisted of 7 business leaders from 7 insurance companies in Austria who have used corporate governance strategies successfully to support financial performance. The conceptual framework of this study was the agency theory. Data for the study were gathered from face-to-face semistructured interviews and a review of company documents. The data were analyzed using Yin's 5 nonlinear interlinked steps for assembling, disassembling, reconvening, inferring, and formulating conclusions. Three themes emerged from the data analysis: the need for a robust risk-management system, effective internal control mechanisms, and consistent application and compliance with corporate governance principles and regulations. The implications for positive social change include the potential for business leaders in the local community to restore confidence in the stability and financial performance of the insurance industry by establishing corporate governance structures with a robust risk-management system and processes that support transparency and accountability.
45
Williams, Cecil. "Church Leaders' Financial Coping Strategies During a Recession." ScholarWorks, 2011. https://scholarworks.waldenu.edu/dissertations/1049.
Full textAbstract:
An economic recession can disproportionately affect the financial stability of churches because their income relies primarily on voluntary contributions. The purpose of this phenomenological study, framed by servant leadership theory, was to explore lived experiences and perceptions related to church leaders' strategies for coping with the economic downturn in 2008. A purposive sample of 20 church leaders from Tennessee was recruited to explore the changes that have been made in church operational strategies in order to cope with the recession. The interview data were iteratively examined by using keywords, phrases, and concepts and were coded into categories, which led to the identification of the following themes: (a) implementing cost reduction efforts and increasing the reliance on volunteers for facility upkeep, (b) collaborating with other church leaders for assistance referrals and fraud detection, and (c) sharing facilities and dividing expenses. The study results contribute to positive social change by providing strategies that church leaders can implement to mitigate the negative effects of a financial downturn, strengthen their financial position and stability, and enable them to provide necessary community support. Financial stability in neighborhood churches is conducive to a stronger community because churches serve as focal points for volunteerism and assistance delivery.
46
Howard, Cheryl Donaldson. "Management of Virtual Offices." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/6583.
Full textAbstract:
Many organizational leaders manage virtual employees without the specific training and experience required for leading a virtual organization, which can lead to billions of dollars in lost productivity. The purpose of this multiple case study was to explore strategies managers used to manage a virtual office. The target population consisted of 4 managers located in the mid-Atlantic region of the United States who had a minimum of 2 years of experience managing virtual offices. The conceptual framework for this study was social exchange theory. Data were collected using semistructured interviews and a review of company documents. Data were analyzed using manual coding and a qualitative data analysis software; member checking and triangulation were used to enhance validity. Key themes emerged from data analysis related to management strategies: communication, leadership, and developing relationships. The results of this study might contribute to social change by supporting managers of virtual offices in reducing organizational travel costs and energy use, and supporting work-life balance through virtual business practices.
47
Wright, James Richard. "Manufacturing Managers' Leadership Efficacy in the Context of Reduced Union Influence." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/4697.
Full textAbstract:
The purpose of this phenomenological study was to explore whether manufacturing managers had the skills needed to lead union members whose unions have less influence than in the past. Leaders of manufacturing firms can strengthen the relationship between manufacturing managers and union members through positive and effective leadership. Providing union members with leadership can improve cooperation, reduce problem-solving time, and increase productivity through efficiency. The conceptual framework for this study was transformational leadership theory. Data collection involved conducting 20 semi structured interviews with participants affiliated with the United Auto Workers (UAW) in the Toledo, Ohio, area. The participants (9 manufacturing managers, 9 UAW members, and 2 management consultants) shared their views of how manufacturing managers apply leadership to affect individuals and organizations. Moustakas's 5-step process was used to identify themes and patterns. Analysis of the data revealed that younger managers are not providing leadership to union members and that the size of the facility directly affects the ability of manufacturing managers to apply leadership skills. These findings indicate that organizational leaders do not define leadership expectations well and that young managers may lack leader legitimacy. With insights from the study, manufacturing and union leaders may be able to improve managers' leadership of union employees, resulting, potentially, in a less adversarial work environment as well as an improved societal view of labor unions.
48
Kapu, Arachchilage Nirosha D. "Linking uses of management control systems with strategic capabilities and business level strategies for organizational performance evidence from the Sri Lankan textile and apparel industry." Thesis, Edith Cowan University, Research Online, Perth, Western Australia, 2010. https://ro.ecu.edu.au/theses/369.
Full textAbstract:
This research investigates how the uses of Management Control Systems (MCS), namely, diagnostic use and interactive use, as moderating variables, influence the relationship between business (competitive) strategies (which are determined by strategic capabilities) and organizational performance. Simons’ levers of control model, Porter’s theory of generic competitive strategy and the Resource Based View (RBV) of strategy have been considered as the underpinning theories and models of the study in developing the theoretical framework and hypotheses. The theoretical framework consists of two strategic capabilities (low cost competency and uniqueness competency), two generic business strategies (cost leadership and differentiation), two uses of MCS (diagnostic and interactive) and organizational performance as the study variables leading to twelve hypotheses based upon the extant literature. In this quantitative research, five hypotheses are developed as exploratory while the other seven hypotheses are confirmatory.
49
Driesen, Kevin E. "Statistical process control as quantitative method to monitor and improve medical quality." Diss., The University of Arizona, 2004. http://hdl.handle.net/10150/280602.
Full textAbstract:
Statistical Process Control (SPC) methods, developed in industrial settings, are increasingly being generalized to medical service environments. Of special interest is the control chart, a graphic and statistical procedure used to monitor and control variation. This dissertation evaluates the validity of the control chart model to improve medical quality. The research design combines descriptive and causal comparative (ex-post facto) methods to address the principal research question, How is the control chart model related to medical quality? Hospital data were used for patients diagnosed with Community Acquired Pneumonia (CAP). During the initial research phase, five medical quality "events" assumed to affect CAP medical quality indicators were pre-specified by hospital staff. The impact of each event was then evaluated using control charts constructed for CAP quality indicators. Descriptive analysis was undertaken to determine whether data violated the statistical assumptions underlying the control chart model. Then, variable and attribute control charts were constructed to determine whether special cause signals occurred in association with the pre-specified events. Alternative methods were used to calibrate charts to different conditions. Sensitivity was computed as the proportion of event-sensitive signals. The descriptive analysis of CAP indicators uncovered "messy," and somewhat complex, data structure. The CAP indicators were marginally stable showing trend, seasonal cycles, skew, sampling variation and autocorrelation. Study results need to be interpreted with the knowledge that few events were evaluated, and that the effect sizes associated with events were small. The charts applied to the CAP indicators showed limited sensitivity; for three chart-types (i.e. XmR, Xbar, and P-charts), there were more false alarms than event-associated signals. Conforming to expectation, larger sample size increased chart sensitivity. The application of Jaehn Decision Rules led to increases in both sensitivity and false alarm. Increasing subgroup frequency from month, to week samples, increased chart sensitivity, but also increased data instability and autocorrelation. Contrary to expectation, the application of hybrid charting techniques (EWMA and CUSUM) did not increase chart sensitivity. Study findings support the conclusion that control charts provide valuable insight into medical variation. However, design issues, data character, and causal logic provide conditions to the interpretation of control charts.
50
Ladeinde, Olurotimi Adeboye. "An Empirical Study on User Acceptance of Simulation Techniques for Business Process." ScholarWorks, 2011. https://scholarworks.waldenu.edu/dissertations/911.
Full textAbstract:
Non acceptance of technology may result in serious damages to organizations. For example, non acceptance of simulation technology cost Merrill Lynch Bank over {dollar}50 billion in 2008, while statistics in 2 separate studies showed that non acceptance of technology was responsible for a 57% decrease in performance level for physicians practicing in public tertiary hospitals in Hong Kong, and a 39% decrease in productivity for hotel workers in Seoul, Korea. The problem addressed in this research was non acceptance of simulation technology by project managers. This research investigated the correlation among personal innovativeness, organizational innovativeness, perceived usefulness, perceived ease of use, and intention to use simulation techniques by members of the Project Management Institute (PMI). The theory of reasoned action (TRA) and the extended technology acceptance model (TAM) served as the theoretical foundations for the study. In this quantitative, correlational survey study, data were obtained from a random sample of the PMI membership. Simple regression analysis was used to address research questions. Results indicate significant correlations of moderate strength among usefulness, innovativeness, ease of use, and intention to use simulation technology. The study contributes to positive social change by identifying factors that help companies to improve their business processes, generate more profits, create jobs, and make positive contributions to the communities in which they are located.